Interview 2 informasi awal dan merancang

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Dokumen tersebut memberikan panduan untuk merancang wawancara yang efektif dengan (1) mempersiapkan profil kandidat berdasarkan kebutuhan jabatan, (2) menyusun pertanyaan berfokus pada perilaku konkret kandidat di masa lalu, dan (3) mengatur waktu dan tempat wawancara agar kondusif dan bebas distraksi.

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INTERVIEW – INFORMASI AWAL DAN MERANCANG WAWANCARA www.humanikaconsulting.com

Pendahuluan interview dalamduniaindustridanorganisasiseringmenjaditidakefektif. Banyak interviewer “tertipu” dengankesanpertamadancenderungsubyektif. Interviewer yang kompeten.

BEBERAPA HAL YANG PERLU DIKUASAI Interview BidangIndustridanOrganisasi

aspek legal, kesetaraanhak, sertakewajibanperusahaandankaryawan UU No. 13 Tahun 2003 : Ketenagakerjaan Faktor-faktorsensitifdanperludiperhatikan : suku, ras, agama, penampilanfisik, kecacatan, latarbelakangkeluarga, status pernikahan.

PenyusunanProfilKandidat Profiladalahstandarpotensi / kompetensi AnalisisKebutuhan - Bicarakaninidengan user/manager departemen Aspek yang perludigaliKnowledge-Skill-Attitude-Others

PenyusunanProfilKandidat MeminimalkanSubyektifitas Standardisasibagi interviewer Mengurangiefekbirds-of-a-feather

Membuka Recruitment PencarianKandidatdimulai Pengumumanrekrutmendapatdilakukandikoran, majalah, campus road show, internet, ataukonsultandan biro outsourcing.

MenyaringLamaran galiinformasisebanyakmungkintentangkandidat. Analisislahdokumen yang disertakanolehkandidat, seperti : Curriculum Vitae (CV) / Resume SuratLamaran Rekomendasi Dokumenlainnyasepertisertifikatdanijazah Padatahapselanjutnya, psikotesbisadilakukanuntukmemperolehinformasi yang lebihbanyak.

Latihan : Membaca Resume Pendidikan Keahliandankemampuan Pengalamankerja Karakteristikpribadi / latarbelakangkeluarga

MERANCANG WAWANCARA Interview IndustridanOrganisasi

PLANNING INTERVIEW Define the goal Identify and Analyze the other party Prepare a list of topic Choose the best interview structure a. Highly schedule interview b. Non schedule interview c. Moderately schedule interview

PLANNING INTERVIEW Consider Possible question Organize question effectiveness a.FunnelSequences b.Inverted Funnel Sequences c.TunnelSequences 7. Arrange the setting a.Time,yaituberapa lama waktu dibutuhkan b. Place, yang kondusifdanbebasdari distraksi

Interview Berstruktur Mencegah interviewer berbicaralebihbanyak. Mencegahpenyimpulanterlaludini. Fokuspadatujuan, bukanberartikaku Meminimalkan bias dansubyektifitas Tercapainyatujuandari interview itusendiri

Behavior-Based Selection Technique Perilaku yang terlihat (konkret) dapat “dibaca”. Perilaku yang tidakterlihatharusdi-probing. Prediktorterbaikdariperilakudimasadepanadalahperilakudimasalampau. Job-related behavior yang tampakdalam interview FokusPadaPerilaku “Past Event”

CONTOH Contoh (untuk marketing): Berapakeuntungan yang bisaandadapatkandalamwaktusetahun? Bagaimanastrategiandasehinggabisamencapaiitu? Apasajakendalaandadalammenjualproduk? Bagaimanaandamenyiasatikendalatersebut?

Latihan : MembuatPertanyaan Kemampuananalisis Motivasiberprestasi Teamwork (kerjakelompok)

Interview 2 informasi awal dan merancang

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Interview 2 informasi awal dan merancang

1. INTERVIEW – INFORMASI AWAL DAN MERANCANG WAWANCARA www.humanikaconsulting.com

2. Pendahuluan interview dalamduniaindustridanorganisasiseringmenjaditidakefektif. Banyak interviewer “tertipu” dengankesanpertamadancenderungsubyektif. Interviewer yang kompeten.

3. Manfaat Interview Dalam PIO Memperoleh data yang cukuptentangprofilseorangkandidat. Persuasikandidat yang berkualitas. Mempengaruhikeputusankandidat. Menciptakancitraorganisasi. Saranakandidatuntukmemasarkanself-brand yang dibangunnyadanmeraihpengalaman.

4. BEBERAPA HAL YANG PERLU DIKUASAI Interview BidangIndustridanOrganisasi

5. Interview in organization

6. aspek legal, kesetaraanhak, sertakewajibanperusahaandankaryawan UU No. 13 Tahun 2003 : Ketenagakerjaan Faktor-faktorsensitifdanperludiperhatikan : suku, ras, agama, penampilanfisik, kecacatan, latarbelakangkeluarga, status pernikahan.

7. PenyusunanProfilKandidat Profiladalahstandarpotensi / kompetensi AnalisisKebutuhan - Bicarakaninidengan user/manager departemen Aspek yang perludigaliKnowledge-Skill-Attitude-Others

8. PenyusunanProfilKandidat MeminimalkanSubyektifitas Standardisasibagi interviewer Mengurangiefekbirds-of-a-feather

9. Membuka Recruitment PencarianKandidatdimulai Pengumumanrekrutmendapatdilakukandikoran, majalah, campus road show, internet, ataukonsultandan biro outsourcing.

10. MenyaringLamaran galiinformasisebanyakmungkintentangkandidat. Analisislahdokumen yang disertakanolehkandidat, seperti : Curriculum Vitae (CV) / Resume SuratLamaran Rekomendasi Dokumenlainnyasepertisertifikatdanijazah Padatahapselanjutnya, psikotesbisadilakukanuntukmemperolehinformasi yang lebihbanyak.

11. Latihan : Membaca Resume Pendidikan Keahliandankemampuan Pengalamankerja Karakteristikpribadi / latarbelakangkeluarga

12. MERANCANG WAWANCARA Interview IndustridanOrganisasi

13. PLANNING INTERVIEW Define the goal Identify and Analyze the other party Prepare a list of topic Choose the best interview structure a. Highly schedule interview b. Non schedule interview c. Moderately schedule interview

14. PLANNING INTERVIEW Consider Possible question Organize question effectiveness a.FunnelSequences b.Inverted Funnel Sequences c.TunnelSequences 7. Arrange the setting a.Time,yaituberapa lama waktu dibutuhkan b. Place, yang kondusifdanbebasdari distraksi

15. Interview Berstruktur Mencegah interviewer berbicaralebihbanyak. Mencegahpenyimpulanterlaludini. Fokuspadatujuan, bukanberartikaku Meminimalkan bias dansubyektifitas Tercapainyatujuandari interview itusendiri

16. Behavior-Based Selection Technique Perilaku yang terlihat (konkret) dapat “dibaca”. Perilaku yang tidakterlihatharusdi-probing. Prediktorterbaikdariperilakudimasadepanadalahperilakudimasalampau. Job-related behavior yang tampakdalam interview FokusPadaPerilaku “Past Event”

17. CONTOH Contoh (untuk marketing): Berapakeuntungan yang bisaandadapatkandalamwaktusetahun? Bagaimanastrategiandasehinggabisamencapaiitu? Apasajakendalaandadalammenjualproduk? Bagaimanaandamenyiasatikendalatersebut?

18. Latihan : MembuatPertanyaan Kemampuananalisis Motivasiberprestasi Teamwork (kerjakelompok)

19. AdaPertanyaan

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